THE THREE PHASE PROCESS
Prosci Change Management Methodology
Prosci’s 3 Phase Process connects individual and organizational change. The structured step-by-step methodology includes research-based tools to support each phase, as well as guidance for completing each step most effectively
Individual change management
Organizations don’t change, individuals do. No matter how large a project you are taking on, the success of that project ultimately lies with each employee doing their job differently, multiplied across all employees impacted by the change.
Individual change management means understanding how one person successfully makes a change. The ADKAR Model drives successful change at the individual level based on an appreciation of how change impacts each employee and how to support them through change.
Connecting individual and organizational change management
The link between individual change management and organizational change management is what sets Prosci’s change management approach apart from other methodologies. Numerous models address individual change. And numerous models give guidance and structure to the project-level activities for the people side of change.
The Prosci methodology uniquely integrates individual change management and organizational change management to ensure that business results are achieved. This is the essence of effective change management and the Prosci methodology: leverage change management strategies and activities to drive individual transitions and ultimately organizational success.
THE 3-PHASE PROCESS
A Structure for Organizational Change
Prosci’s organizational change management process is built in three phases that a project or change manager can work through for the changes and initiatives they are supporting. The methodology includes research-based assessments and templates to support each phase, as well as guidance for completing each step most effectively.
- Phase 1
- Phase 2
- Phase 3
Understanding Change as a Process
The first phase of the Prosci 3-Phase Process helps change and project teams prepare for designing their change management plans. It answers questions like:
- “How much change management does this project need?”
- “Who is impacted by this initiative and in what ways?”
The first phase provides the situational awareness that is critical for creating effective change management plans.
Mechanisms Preparing for Change
Change characteristics profile
Sponsor assessment, structure and roles
Organizational attributes profile
Change management team structure
Change management strategy
The second phase of the Prosci 3-Phase Process focuses on creating plans that will integrate with the project plan. These change management plans articulate the steps that you can take to support the individuals impacted by the project. Based on Prosci’s research, there are five plans needed to effectively support individuals moving through the ADKAR Model.
Mechanisms Preparing for Change
Resistance Management Plan
Equally critical but most often overlooked, the third phase of the Prosci 3-Phase Process helps you create specific action plans for ensuring that the change is sustained. In this phase, project and change teams develop mechanisms to measure how well the change is taking hold, see if employees are actually doing their jobs the new way, identify and correct gaps, and celebrate success.
Key Strategies for Reinforcing Change
Measuring changes in behavior
Individual and group recognition
Corrective action plans
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